Driven by passion for our patients!! - Patient Support Specialist Doccla Employee Review

Very admirable mission with dedicated clinical staff

Slight cult energy at this place, rapid growth has created challenges with communication, role clarity and consistency of processes. Priorities can change quickly, which can make planning difficult, and some teams may experience frequent shifts in direction as the organisation continues to evolve. The mission is clearly important to the business and is communicated regularly, perhaps very regularly at times. Employees who thrive in fast-moving startup environments and are comfortable with ambiguity are likely to enjoy the experience more than those who prefer structure, established processes and clearly defined responsibilities.

Doccla's mission and the vision established by its founders are genuinely compelling. There is a clear opportunity to make a meaningful impact on healthcare delivery, and many employees are deeply committed to that goal.

However, the operational function remains relatively immature, with limited governance, inconsistent processes, and a tendency to prioritise speed over sustainability. While rapid growth can require agility, this often came at the expense of robust planning, risk management, and long-term operational effectiveness. One of the biggest challenges was a culture in which specialist expertise was not always welcomed into decision-making. Subject matter experts were frequently consulted after decisions had already been made, rather than being engaged early enough to influence outcomes. As a result, opportunities to improve processes, mitigate risks, and build scalable solutions were sometimes missed. There appeared to be a strong preference among some operational leaders for familiar approaches and rapid execution, even when alternative recommendations were supported by evidence or professional experience. This created an environment where challenging assumptions or proposing different approaches could be difficult. Decision-making appeared to be concentrated within a small leadership circle, with significant influence resting in the hands of a few key individuals. This created a perception that success and progression were often linked more closely to alignment with that group's views and preferred ways of working than to performance, expertise, or constructive challenge. Employees who offered alternative perspectives or questioned decisions could find themselves increasingly excluded from discussions and opportunities, which limited healthy debate and discouraged diverse thinking. The organisation has significant potential, but achieving that potential will require greater operational maturity, stronger collaboration between leadership and specialists, and a willingness to balance pace with quality and sustainability.